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If you have never attended a Job or Career Fair, whether in-person or virtually, you may be missing out on a great opportunity to potentially land a job in your desired field or with a company that really interests you. In this post, we’ll answer some of the frequently asked questions about these popular events.

Q. What is a job or career fair?

A. A job fair or career fair is an event, either in-person or virtual, intended to bring together employers and job seekers. Employers use job fairs to recruit for open positions and as an opportunity to showcase their companies and career opportunities to job seekers who may be unfamiliar with their organizations or who have not previously considered seeking employment with them. Job seekers attend job fairs to learn about companies, identify current job openings of interest (either permanent positions or internships), get their resumes directly in front of corporate recruiters, and even attend interviews. A job fair helps to bypass the otherwise lengthy and often unsuccessful approach of simply responding to job board postings.

Although the terms “job fair” and “career fair” are frequently used interchangeably, there may be differences. Job fairs tend to focus specifically on recruiting and filling open positions. Career fairs, in addition to recruiting and filling open positions, may also offer programs and other resources of general interest to job seekers. In this article, the term “job fair” will be used and refers to both types.

Q. Who organizes and conducts job fairs?

A. Job fairs may be conducted by:

• Colleges seeking to assist students in securing job and/or internship opportunities
• Individual companies and organizations recruiting for open job positions
• Governmental entities recruiting for open job positions
• Community or governmental programs that provide job search training or assistance
• Private companies specializing in promoting and conducting job fairs

Q. Do attendees have to pay to attend a job fair?

A. Job seekers are typically not charged a fee to attend a job fair. Job fair organizers make money or offset costs by charging companies to participate.

Q. What are the different types of job fairs?

A. Job fairs may be held either in person or virtually (online).

An in-person job fair involves attendees physically walking around and visiting booths or tables staffed by company representatives or recruiters. Job seekers have the opportunity to speak with the representatives to learn more about each company and their available positions and to present a resume. Actual interviews may be conducted on the spot or scheduled for later.

With a virtual job fair, job seekers submit resumes in advance online to all or individually selected participating companies. If a job seeker is a good match with a company or position, a video conferencing session is scheduled and may include a job interview.

Q. Are job fairs open to the public?

A. While most job fairs are open to the public, some are not. For example, some colleges may restrict registration to only current students or only students enrolled in specific programs such as engineering, business, etc. Large, geographically diverse corporations may also hold internal job fairs for their current employees to recruit for positions within their organization. This approach helps them retain current employees who may not be aware of the various opportunities and locations available and who might otherwise seek jobs with other employers.

Q. Do I need to register to attend a job fair?

A. Some job fairs permit walk-ins while others require job seekers to preregister. Check the details on the job fair listing to learn whether registration is required. By their nature, virtual job fairs will, at a minimum, require registration and online submission of a resume and/or cover letter. If an applicant is matched with a position for an interview, an appointment may be scheduled.

Q. What are other reasons to attend a job fair?

A. Job fairs may offer additional valuable resources such as resume reviews, classes on resume writing, sessions on how to interview, job search techniques, and other topics of interest to job seekers.

Q. How do I find out about upcoming job fairs?

A. Information regarding upcoming job fairs may be found through numerous sources, including:

• Online websites & job boards
• College & university career centers
• Community employment assistance organizations
• Job boards for the federal government and individual states, counties, and cities
• Local newspapers

Q. What are some online resources for finding job fairs?

A. Here are a few sites to check out. CAVEAT: Career Lantern has not investigated these sites, has no connection with these organizations/sites, and lists them only as a convenience for you to research further. This is not an exhaustive list; other potential resources may be found through searching online.

• JobFairX (virtual job fairs)
• CareerEco (virtual job fairs)
• USAJOBS (Federal jobs website for the United States Office of Personnel Management also listing in-person and virtual career fairs)
• Eventbrite (enter “career fairs” in the search bar for both in-person and virtual career fairs)
• DAV (Disabled American Veterans virtual and in-person career fairs)
• Indeed (enter “hiring events” in the search bar)
• Handshake (if your school does not already partner with Handshake, create an account)

Q. What are a few suggestions regarding attending in-person job fairs?

A. For in-person job fairs:

• Arrive early to park close, especially if inclement weather is expected
• Dress professionally
• Even if you already submitted your resume online when registering, take physical copies to hand recruiters
• Take more copies of your resume than you think you will need as you may discover additional employers you wish to meet
• Use a folder to carry and organize your resumes, papers, and materials you may be given by recruiters
• Take 2 pens and a pad of paper for notes
• Wear comfortable shoes as you will be walking and standing on your feet for hours
• Collect business cards from the recruiters you meet and send a thank you email to those with whom you spend time (see the Career Lantern podcast and article on this topic)

Q. What are a few suggestions regarding attending virtual job fairs?

A. For virtual jobs fairs:

• Dress professionally, just as you would for an in-person event
• Select a location free from noise and interruptions
• Your background should be free of clutter or other distractions
• Prior to the session, test your equipment and internet connection to ensure proper operation
• Have a PDF of your resume ready to send if requested
• Send a thank you email to those with whom you meet (see the Career Lantern podcast and article on this topic)

Agree? Disagree? Share your experience? Feel free to leave a comment!

Featured image courtesy of Quark Studio at Pexels.com.   

Have you received notice that your ability to work remotely has been changed or even eliminated? If so, you are not alone! Many companies have issued such changes to their remote work policies, often referred to as “Return to Office (RTO)” or “Back to Office (BTO)” mandates. According to a Forbes article, “What’s striking is the decline of fully flexible arrangements. Companies aren’t just suggesting office time — they’re mandating it.” For most workers, such mandates raise several questions. Can they do this? Do I have to comply? Can I be fired if I refuse? These concerns will be examined in this post.

While numerous combinations of remote and in-office work are possible and do exist, most fall somewhere within a spectrum of four major categories.

Working Remotely is a Mixed Bag

It’s important to remember that remote work is still a relatively new concept for many organizations. Before the COVID pandemic, the idea of having employees working from home was largely considered unfeasible, perhaps even ludicrous. However, the changes necessitated by the pandemic demonstrated that, in many cases, remote work was not only viable but may also offer benefits. The advantages and disadvantages of remote work can sometimes be confusing or contradictory.

• Some companies believe they are losing productivity, and thus profit, because employees may not actually be working during all their scheduled and paid time.
• By using remote workers, companies save significant money by minimizing or eliminating the need for office space and other facility resources when all work is performed in the office.
• Because monitoring the productivity of remote workers can be difficult, management may not be able to evaluate employee performance accurately.
• Having staff work together in person helps build teamwork and comradery.
• Remotely working can adversely affect career advancement. A Forbes article cited sources indicating remote workers were 31% less likely to be promoted in 2023 than their in-office peers.
• Commuting to the office, sitting at a computer, and performing exactly the same work that could be done at home seems illogical.
• Similarly, going into the office only to have online meetings with other staff that may be physically sitting in nearby cubicles seems downright ridiculous.
• Remote work can yield different levels of employee satisfaction. Some may feel a significant increase in morale, while others may experience some level of isolation and depression due to a lack of physical social interaction.
• By not commuting to work, remote workers can save significant money by minimizing expenses due to vehicle wear and tear, fuel, parking, bus/train/subway, etc. These savings may feel like a pay raise!
• Similarly, depending on dress code/norms or other clothing requirements, remote workers may save on the expense of clothing purchases.
• Remote workers may feel they have more time each day to interact with their families and accomplish personal tasks, resulting in improved satisfaction and possibly less unscheduled time off (calling off sick, not due to illness, but to handle other matters).

Can My Employer Force Me to Return to the Office?

That’s a great question, especially if you have already been working remotely for some time and feel that the arrangement has been effective for both you and your employer. Let me begin by stating that I am not an attorney and cannot provide legal advice, so we must rely on qualified resources. If, in your situation, returning to the office presents a severely unacceptable hardship, you may wish to consult a qualified labor attorney for guidance based on the specific laws applicable in your state.

The worst-case scenario question is: Can an employee be fired, reprimanded, demoted, etc., for not returning to the office when ordered?

According to the Halunen Law firm, “In many instances, yes. Most employees in the United States work at-will, which means their employer can terminate them for any legal reason, at any time, without facing liability. If you work at-will, your company can update their terms of employment without consequences or notice, meaning they can say you must work from the office to continue your employment.”

Halunen Law goes on to say, “Employers may set their own workplace policies, including where, when and how you work. Unless your employer hired you in a role specifically designated as a remote position, you have a contract in place, or you have a disability that requires accommodation, options are limited.”

Clearly, in the absence of a legally binding agreement such as a union contract or an employment contract that specifically addresses the terms of remote work, employers can generally set the terms of when and where employees will perform their jobs. However, a caveat to this is when a disability exists requiring accommodation. For such matters, the U.S. Department of Labor (DOL) and the Equal Employment Opportunity Commission (EEOC) have legal authority.

A video interview with former EEOC Commissioner Keith Sonderling provides valuable insight into situations where RTO and disabilities may conflict. For example, if an employee experiences depression or anxiety about returning to the office and a licensed healthcare provider certifies that this is a legitimate mental health disability, the employer must accommodate. Such an accommodation might include allowing the employee to continue working remotely despite the RTO mandate. Refusing to consider the documented disability or make reasonable accommodation is a violation of the ADA (Americans with Disabilities Act) that may expose the non-compliant employer to legal liability and significant financial penalties.

Do I Have Other Options?

What if you do not have a contract specifically addressing remote work and do not suffer from a disability under the ADA relating to the RTO that requires accommodation? What else can you do?

One option is to attempt to negotiate with your employer. However, this must be done with tact and professionalism. Above all, do not just march in and threaten to quit. Employers do not like to be threatened and they may just call your bluff (if it is a bluff) and send you packing. Besides, even if you do win this fight, they have a long memory, and your chances of future career advancement there may be permanently impaired.

When handled professionally, depending on the circumstances and corporate culture, a mutually beneficial arrangement might be negotiated, especially if they know you have extremely valuable skills, knowledge, or experience. You don’t actually need to threaten to leave; they fully understand the potential consequences of seriously upsetting an employee who cannot be easily replaced. To the employer, this approach is less apt to feel like an ultimatum and more like an opportunity to find a win-win solution. Also, they may be able to offer you a different position within the company that can be performed remotely.

If a satisfactory remote work arrangement cannot be found and you must return to the office, perhaps some other acceptable compromise can be arranged to help mitigate the impact of the RTO. This might include accommodations such as adjusting your work schedule, free parking (some employers charge for parking), a more relaxed dress code (to minimize clothing expenses), etc.

Finally, if remote work is a top priority for your personal situation and consistent with your career goals, you may need to return to the office as ordered, continue working as an effective employee, and begin searching for another job. However, you should determine whether the job with the new employer is guaranteed to be remote permanently and then secure those terms in writing.

Agree? Disagree? Feel free to leave a comment and share your experience or thoughts!
Just use the “Leave a comment” button at the top of this post under the title.